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Solutions for Teacher Retention in the Charter School Setting

Lillian A Tagle

Organizational Leadership, South Texas College

ORGL-4361-VF4-Capstone II

Dr. Patricia M. Blanco

March 3, 2023
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Abstract

Many accomplished men and women have studied leadership theory to figure out how to make

people want to follow them, as well as how to manage and operate organizations skillfully and

successfully. Understanding the theories around leadership can help leaders better identify their

followers' needs and motivations and provide insight into how to effectively delegate tasks and

manage a team's performance. In this report, three leadership theories will be presented and

discussed, and explain how they may be used to combat the increasing number of teachers

leaving education. Furthermore, the theories will be applied to current research and data to

determine which strategies can be implemented to improve retention in the education field.

Key Terms: teacher retention, leadership, management, Douglas McGregor, management

theory
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Henri Fayol, Elton Mayo, and Douglas McGregor were innovators of business

administration, and they each brought forth theories of leadership which have been applied in

organizations worldwide for over a decade with positive outcomes. Fayol's theory of

management focused on the importance of organization and structure in the workplace, while

Mayo's Hawthorne studies emphasized the importance of employee morale and satisfaction or

human relations/resources. McGregor's Theory X and Theory Y were influential in

understanding how different management styles can affect employee motivation and

productivity. Their findings demonstrated that effective management practices are essential for

achieving organizational success, which requires a balance between structure and employee

wellbeing. Even though these leadership theories of the past were developed many years ago, it

is significant to note that they continue to hold relevance in these current times and are still being

applied in businesses all over the world. This proves that effective management is timeless and

remains a crucial factor in achieving success - regardless of the era. Therefore, it is essential to

study and understand these theories to gain further insight into effective management and

leadership.

Theorist Background

It is through his profession in the mining industry that Henri Fayol developed his

expertise in leadership and management, but he also lived during the industrial revolution which

opened his eyes to areas of weakness within the industry. After a while, it became clear that

management theory and training in managerial competence were needed. Fayol subsequently

published a book in the year1916 titled "General & Industrial Management" that was first

published in the French language and was not translated into the English language until 1949,

thirty-three years later (Wren, et al, 2002)! This writing not only listed six activities of industry,
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but also five management functions and more importantly the fourteen management principles

and laid the foundation for what Fayol stated in a speech he made in June 1900, "doing work and

managing others at work requires a re-tooling of a person’s abilities” or what was also known as

Administrative Theory (2022). As a management specialist, Fayol placed a great deal of

emphasis on the five functions of management: planning, organizing, commanding, coordinating,

and controlling (Hatchuel & Segrestin, 2019). These functions remain relevant to organizations

today. Putting these five functions into use, a constructive relationship can be developed between

personnel and their management, and points of reference can be provided so that problems can

also be solved creatively. As part of Fayol's theory, he explained that there were six areas in

which a manager must be involved, but not necessarily to do the work. The six activities of

industry are: technical, commercial, financial, security, accounting and managerial (2019). These

functions are critical to the success of any organization, as they may help to ensure that resources

are used efficiently and effectively, and that the organization can reach its goals. For instance,

the financial function ensures that the organization has enough resources to cover its expenses

and it also ensures that the financial decisions that are made are in the financial best interests of

the organization. Without these functions, organizations would lack the structure and direction

needed to succeed in the organization. In his writings, he also highlighted fourteen management

principles that were areas where a manager could approach people and try to move them in the

right direction. The principles state, for instance, that a manager must be aware that an

organization is a social system and that they should leverage the organization's culture to

motivate employees. Each of the fourteen principles are based on the idea that the manager

should focus within the organization and work to create a structured work environment

(Hatchuel & Segrestin, 2019). As he sees it, managers are responsible for communicating
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effectively with their teams and making sure that the company makes as much money as possible

while incurring as little expenditure as possible. The impact of his work has been widespread,

especially in the study of organizational behavior, and more significantly his work has become

the foundation of modern business administration today.

Originally from Australia, Elton Mayo, who some have criticized as being a college drop-

out, went on to become a professor at Pennsylvania University and later at Harvard University.

During his tenure at Harvard University, he made a name for himself as a pioneer in social

science thanks to the Hawthorne research he conducted in 1927 among employees of the

Hawthorne Works factory of the Western Electric Company in Cicero, Illinois (Ionescu, et al,

2013). Mayo's work focused on the study of human behavior in the workplace, specifically the

role of motivation and morale in the workplace. He conducted experiments in which employees

were given more control over their work and provided with better working conditions. These

experiments resulted in higher productivity and increased morale among the workers. Mayo's

impact on the field of social science was profound, as it revolutionized the way we now view the

workplace and how it affects worker behavior and morale. For instance, Mayo showed that

providing employees with a breakroom and taking short breaks throughout the day improved the

productivity of their work overall (Smith, 1998). Furthermore, Mayo's findings illustrated the

importance of providing meaningful incentives to employees and the value of creating a

supportive and collaborative working environment. According to Ionescu, et al, (2013), after

Elton Mayo passed away there were many critics of this theory who tried to debunk the

information that Mayo had brought forth and despite these setbacks, Mayo's theories continue to

be utilized throughout the business world.

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Douglas McGregor left an indelible mark on the world in the fifty-eight years he lived,

especially in the fields of human relations, human resources, and business administration. In

addition to being the chairman of the Industrial Management Department at Massachusetts

Institute of Technology, he also authored a book called "The Human Side of Enterprise”. In

1967, he authored another book titled "The Professional Manager" and in this book he outlined

his leadership theories titled Theory X and Theory Y. According to him, the only way to

motivate workers is not through command and control, but through self-direction and self-

control (Carson, 2005). He was a proponent of a more humanistic management approach,

believing that employees should be respected and appreciated to perform their best. He also

believed that employees should be given the opportunity to take ownership of their work and

make decisions on their own, which would lead to greater engagement and higher motivation.

According to Carson (2005), much of McGregor's philosophy was influenced by Abraham

Maslow and his theory of the hierarchy of needs and Maslow is said to have reiterated the same

opinion and acknowledged a strong belief in Theory Y, since, in his view, it is consistent with

the higher levels of his need's hierarchy theory of human behavior (2005). As such, McGregor

saw Theory Y as an opportunity to promote self-actualization among individuals, as it

encourages them to take responsibility and use their creative abilities to reach their maximum

potential. For example, McGregor suggested that managers should provide supportive

environments in which employees can develop their own goals and objectives, and then be given

the freedom to reach them. Furthermore, this encourages employees to take ownership of their

own development and to strive for success.

Theory Current Research

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These theories continue to be studied and taught to those looking to enhance their

leadership skills and better understand how to gain the trust and respect of others. Studying

leadership theories helps us understand human behavior, how people interact with each other,

and how trust and respect can be gained. It also teaches us how to effectively communicate and

motivate others to work towards a common goal. Around the world, there are many educational

institutions that continue to study management/leadership theories and/or styles by Fayol, Mayo,

and McGregor. These theories have been applied in business contexts for many years, providing

the opportunity for organizations to grow, succeed, and make a lasting impact. For example,

Texas Instruments has conducted extensive research with Theory Y and found that it does indeed

work. They found through their internal research using Theory Y that “people are responsible

and creative when given the opportunity” (Myers, 1968) Further, Fayol contributed greatly to the

field of business administration, so today many employers apply his administrative theory to

their work. To this day, many businesses continue to use his methods. For example, Fayol's five

functions of management (planning, organizing, commanding, coordinating, and controlling) are

still used in many business practices today. This underscores the importance of Fayol's theories

and their lasting impact on business administration even in the modern era. In addition, Mayo's

theory of human relations has now become commonplace in many industries, and workers are

more aware of their rights as employees and how to advocate for themselves. For instance, at

many companies, employees now take part in regular management meetings to discuss their

working conditions and the progress of their projects. As such, the concept of human relations is

no longer a radical idea, and workers have become powerful stakeholders in their own success.

Organization Background
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Vanguard Academy Charter School was founded in 2001 in Pharr, TX and started with

one school that housed grades Kinder through 5th grade. In 22 short years it has expanded to over

5000 students spanning over 4 cities valley-wide, with campuses across the Rio Grande Valley in

Alamo, Edinburg, three in Pharr and now in Mission starting August 2023 and is the second-

largest charter school district in Texas (About Us, n.d.). Currently Vanguard Academy Charter

School employees approximately 850 teachers/educators not including auxiliary staff. Their

mission and goal are to provide “A purpose in life and a reason for learning” for all students and

they are also founded on a pure values system and a strong moral and ethical foundation. Not

only do they place an emphasis on the Fine Arts, but they challenge students to engage in dual

enrollment opportunities at institutions of higher education such as South Texas College and

RGV college and they provide all students with industry-based certifications to give them a head

start of their future careers and make them more employable upon graduating. These programs

along with other equitable programs offered for their students is what make Vanguard Academy

Charter School standout not only amongst other schools in Texas but also the United States. It is

not news that the field of education has always been one that could easily attract employees due

to the intrinsic benefits it offers, but unfortunately this field is currently having to deal with a

dilemma that is only getting more serious with each passing year. Increased numbers of

educators are leaving the teaching profession to seek employment in fields unrelated to teaching,

and it is becoming a more frequent practice. Furthermore, due to the growing demand for highly

qualified teachers, school leaders are finding it increasingly difficult to recruit and retain these

professionals. Consequently, schools are unable to provide students with the quality of education

they are entitled to due to a shortage of highly competent teachers in the field. Educating diverse
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students with complex needs requires a well-founded educational system that can attract and

retain qualified teachers in today's modern economy.

Leadership theories, such as Theory Y by Douglas McGregor, are beneficial for school

districts as it can provide insight on strategies that can increase teacher retention and motivate

them in the long-term. This theory emphasizes that employees are motivated by more than just

money and that they can be self-directed and take initiative. Theory Y emphasizes that

employees are capable of self-direction and self-control and can be motivated by the chance to

use their creativity, be a part of a team, and work towards a common goal (Lawter, et al, 2015).

This theory is important for school districts as it allows them to create an environment that is

motivating and encouraging, which will help them to attract the best teachers and administrators.

A manager's ability to unleash the human potential of employees and build flexibility could be

enhanced by dealing with the human side of the organization, according to Kelly (2000).

Additionally, McGregor suggested aligning higher level needs with organizational goals to build

a motivated workplace. As Kelly (2000) emphasized, managers should recognize that their

employees' potential lies in their capacity to think and act and should focus on the human side of

their organization to maximize this potential. Implementing Theory Y strategies can help retain

teachers and create a positive working environment where employees feel valued and motivated

to succeed. For instance, school boards that offer teachers the chance to participate in decision-

making and provide them with feedback on their performance are examples of Theory Y

strategies that can be used to improve teacher morale and motivation. Additionally, encouraging

teachers to take initiative and recognize their individual contributions to the school's success can

help foster a sense of ownership and pride in their work, leading to greater job satisfaction and

commitment to the school. Theory Y strategies also recognize the importance of teachers being
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able to use their own judgment and discretion to make decisions and take action. By providing

teachers with an environment that values their opinions and appreciates their efforts, school

boards can create a culture of collaboration and trust, which can further increase teacher morale

and motivation. This can also be accomplished by offering professional development

opportunities or higher education payment incentives such as reimbursement of college tuition

for graduate programs. Furthermore, if teachers feel like their needs are being met and they are

respected, they are more likely to stay in their position and even help in recruiting new and

upcoming educators. This will lead to enhancement in the work environment and when given the

opportunity to recommend other potential employees, and the employment is accepted, the

referring employees feel that they have contributed to the success of the organization, as well as

that their opinions/suggestions have been recognized. It is a positive experience for employees

to feel that they have contributed to the success of the organization and that their superiors notice

and listen to them. This is the type of motivation McGregor described as possible when applying

Theory Y practices and school districts would do well to incorporate these leadership theories

into the school culture, enticing teachers to stay at their jobs rather than looking elsewhere.

Making good use of these strategies and leadership theories will lead to teachers feeling more

valued and fulfilled in their roles, and thus more likely to stay in their positions ensuring the best

possible outcomes for not only the district but also more importantly for the students whose lives

are directly impacted by this issue. There is a tremendous opportunity to improve teachers and

educators' intrinsic and extrinsic benefits. By addressing the needs of teachers and educators, we

can help foster a better learning environment for everyone.

In order to be an effective leader, one must always remember that it is an ongoing process

that continues to evolve and change as the time changes. It is crucial to an organization's success
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that teachers' intrinsic and extrinsic needs are met at the level that is being recommended. As

school districts adapt to the 21st century, they must ensure not only that they have a large pool of

candidates, but also that they have the best candidates for the positions. This means that leaders

must not only be aware of current trends and technologies, but also be able to anticipate what the

future may bring. They must be willing to develop and implement innovative strategies to ensure

that their school district is competitive and that they are able to attract the best teachers and

administrators. To achieve this, leaders must possess a combination of vision, foresight, and a

willingness to take risks.

During their time, Fayol, Mayo, and McGregor were all innovators and were often

criticized for thinking freely or “outside the box” or more precisely being risk-takers. Their

pioneering thinking was eventually recognized and respected as revolutionary for their time,

creating a lasting influence on modern management theory. It is similar to the way pioneers are

viewed in hindsight; although they may have been seen as troublemakers initially, their ideas and

accomplishments are eventually honored and celebrated. As a result, these pioneers are now seen

not only as innovators, but also as heroes who provided invaluable contributions to the world of

management theory. Like planting a seed and watching it grow into a mighty oak tree, greatness

takes time to blossom. Their success story serves as an inspiration to all aspiring leaders - it

serves as a reminder of the incredible potential of diligent work and dedication. It also shows that

no matter how difficult the goal may seem, it is possible to achieve with perseverance, passion,

and the right attitude. These pioneers have shown us that even the greatest of dreams can become

a reality if you are willing to put in the effort and take risks.
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